What to do when AUPE’s Auxiliary Nursing Care members go on strike
In case of labour relations emergencies outside UNA's regular office hours during the AUPE Auxiliary Nursing Care strike, UNA members should call 780-499-0156. This phone line is available on Friday, November 21 from 4:30 pm to 11:00 p.m. and 7:00 am to 11:00 p.m. on Saturday, November 22 and Sunday, November 23.
United Nurses of Alberta stands in solidarity with Auxiliary Nursing Care members of the Alberta Union of Provincial Employees who have served notice for a province-wide strike to commence at 8:30 a.m. on Saturday, November 22.
A strike by Licensed Practical Nurses, Health Care Aides and other health care workers represented by AUPE at Alberta Health Services, Recovery Alberta, Primary Care Alberta, Assisted Living Alberta and Allen Gray Continuing Care Centre facilities raises serious concerns for UNA members who may be asked by supervisors to do the work of their striking co-workers.
Alberta labour law states that employees cannot be disciplined for refusing to perform the duties of employees who are legally on strike. However, the distinction between direct nursing care provided by Registered Nurses and Registered Psychiatric Nurses represented by UNA and that provided by LPNs and HCAs represented by AUPE will in many cases not be clear.
Moreover, when the AUPE strike commences, UNA members will be required to report to work for their regular shifts. Some LPNs will also be required to be at work under AUPE’s Essential Service Agreements (ESAs) with employers.
Under the law, capable and qualified non-union management employees are expected to do the work of striking employees and AUPE is required to send in striking members under the workplace ESA if there are not enough exempt employees to meet the minimum threshold.
UNA therefore recommends that its members keep in mind the following points:
Wear your RN or RPN pin on the job to make it clear why you are at work.
Pay close attention to work that would normally be done by LPNs and HCAs.
Where there is confusion as to what is LPN or HCA work and what is RN/RPN work, seek clarity as soon as possible from your out-of-scope manager.
Note how many LPNs are there on each shift and, if there are insufficient numbers, inform your manager you cannot do the work of a missing LPN.
In the event you are ordered to do LPN or HCA work, obey and grieve later if your refusal is met with the threat of discipline.
Immediately inform your Local or UNA Labour Relations Officer if you feel you are being asked to do the work of striking employees, if more RNs/RPNs are suddenly being scheduled to work, or if you are reassigned to a different work area.
Remember, in addition to minimum levels of staffing for LPNs and HCAs, AUPE’s legally required Essential Service Agreements with employers mean AUPE is responsible for sending in striking employees if there are not enough exempt employees to meet the minimum threshold.
AUPE’s ESA states clearly: “During a strike or lockout at a site, the Employer shall not … assign work that would normally be performed by an employee in the bargaining unit that is on strike or lockout to employees in other bargaining units.”
UNA strongly encourages members during breaks and time off to join their co-workers on their picket lines as they exercise their constitutional right to take strike action, and to express their support in conversations with elected officials.
Blank picket signs, pins saying “UNA supports our co-workers,” and additional RN and RPN badges are available from the Provincial Office in Edmonton and the Southern Alberta Regional Office in Calgary.
Picket line locations are available on AUPE’s website. AUPE is not on strike at worksites of Covenant Health, Lamont Health Care Centre and all private long-term-care facilities.
Frequently Asked Questions
Many United Nurses of Alberta members have questions about how the strike by their AUPE co-workers will impact their work.
Who is going on strike?
Licensed Practical Nurses, Health Care Aides and other workers represented by the Alberta Union of Provincial Employees and employed by Alberta Health Services, Recovery Alberta, Primary Care Alberta, Assisted Living Alberta and the Allen Gray Continuing Care Centre are expected to go on strike on Saturday, November 22, 2025 at 8:30 a.m.
How can I help my AUPE co-workers while they are on strike?
United Nurses of Alberta stands with our AUPE co-workers in their fight for a fair collective agreement and we will do everything we can to support our co-workers in this struggle.
You are encouraged to wear your RN or RPN pin on the job to make it clear why you are at work.
UNA strongly encourages members during breaks and time off to join their co-workers on their picket lines as they exercise their constitutional right to take strike action, and to express their support in conversations with elected officials.
Blank picket signs, pins saying “UNA supports our co-workers,” and additional RN and RPN badges are available from UNA’s offices in Calgary and Edmonton.
Picket line locations are available on AUPE’s website. AUPE is not on strike at worksites of Covenant Health, Lamont Health Care Centre and all private long-term-care facilities.
UNA members are encouraged to contact their MLAs, the Minister of Finance, and the Premier’s Office to express their support for their co-workers.
Can my employer ask me to replace an LPN who is on strike?
No. The Essential Service Agreement (ESA) between AUPE and the employers prohibits the employers from using replacement workers. There are many units, areas, departments where the duties assigned to RNs and RPNs overlap significantly with the duties of LPNs and HCAs.
In order to assist you to assess whether you are being asked to replace a worker on strike, we’ve tried to come up with a few examples.
In an operating room, there is typically an LPN scheduled to support a surgery. The employer cannot choose to use an RN from another operating room to replace the LPN in a different theatre.
An LPN is part of a Home Care team where each employee has a caseload. The employer cannot assign portions of a striking co-worker’s caseload to an RN or RPN.
If a designated essential services worker (DESW) calls in sick, the union or employer will replace that employee with someone else from the bargaining unit on strike. If there is no one in the bargaining unit who can perform that work then an RN may be required to deliver the essential services.
Do not jeopardize the care of patients if they require urgent attention. If an out of scope employee is present then they should be assigned to replace a DESW. The RN or RPN should not do replacement work, the manager or out-of-scope employee should do it.
What do I do if I am directed by my employer to perform duties that I think are the responsibility of an LPN?
If you are ordered by a manager to do work that would normally be done by an LPN or HCA co-worker, UNA encourages members to obey and contact your UNA Local or LRO if your refusal is met with the threat of discipline.
Alberta labour law states that employees cannot be disciplined for refusing to perform the duties of employees who are legally on strike. However, the distinction between direct nursing care provided by Registered Nurses and Registered Psychiatric Nurses represented by UNA and that provided by LPNs and HCAs represented by AUPE will in many cases not be clear.
When the AUPE strike commences, UNA members will be required to report to work for their regular shifts. Some LPNs will also be required to be at work under AUPE’s Essential Service Agreements (ESAs) with employers.
Under the law, capable and qualified non-union management employees are expected to do the work of striking employees and AUPE is required to send in striking members under the workplace ESA if there are not enough exempt employees to meet the minimum threshold.
You should immediately inform your Local or UNA Labour Relations Officer if you feel you are being asked to do the work of striking employees, if more RNs/RPNs are suddenly being scheduled to work, or if you are reassigned to a different work area.
UNA members should pay close attention to work that would normally be done by their LPN and HCA co-workers. Where there is confusion as to what is LPN or HCA work and what is RN or RPN work, please seek clarity as soon as possible from your out-of-scope manager.
If you are asked to perform work of striking employees contact your UNA Local or ask to speak with a UNA LRO. We will communicate your concerns to AUPE.
What if the employer plans to close the unit, area or department where I work during the strike?
Are they required to pay me to report to work? Yes. UNA has a Collective Agreement in place with the employers and if you hold a position with AHS then you are entitled to report to work as prescribed by your letter of hire. If AHS refuses then this may be considered any or all of the following: termination without just cause, unnecessary layoff, and/or an illegal lockout. If you are told that you are not required to report to work then contact your LRO.
Can I be reassigned to another unit at my site? Not to replace a striking worker. However, if you have received orientation to another unit then you might be reassigned. For example, if an RN or RPN calls in sick on another unit then you can be asked to replace that RN or RPN. If you are asked to report to a unit other than the one where you work then you are entitled to request orientation.
Can I be redeployed to another site? Not to replace a striking worker. UNA does not consider a strike to qualify as an emergency under Article 44.05 of the Provincial Collective Agreement. RNs and RPNs should not be redeployed to other sites due to the strike. If you are asked to redeploy to another site, please contact your LRO.
Can I be required to use vacation, banked overtime, or other entitlements? No. The employer cannot require you to use these entitlements. If you wish to take time off then you may make a request.
Will patients be at risk?
The Labour Relations Board has approved ESAs agreed to by the employers and union. The intent of an ESA is to protect the lives and health of patients by ensuring that employees whose work is considered essential remain on the job. With that said, health care delivery will not be business as usual. Delays that might otherwise be unacceptable in normal times may be acceptable during the strike. Only essential services will be delivered to patients during the strike.
If you have questions about the essential services in place for your unit, area, or department then you are encouraged to contact your manager for additional information.
Does a Charge Nurse have the ability to augment or change staff?
On each shift a Charge Nurse should be given the name and contact information of the Employers’ strike-site lead. If your unit needs additional DESWs, the employer will have to make that request of AUPE. Augmenting the positions of striking LPNs or HCAs with RNs would be a violation of the ESA.
UNA will be updating this list of FAQs as we receive more questions from UNA members.
